Kanzhun Limited (Kanzhun) operates as an online recruitment platform in China.
The company is reinventing how job seekers and enterprises connect and engage leveraging the power of technology. Built on a mobile-native foundation, the company's platform harnesses the power of AI and big data to scale matching accuracy, hiring efficiency, and engagement quality to new levels. As the go-to platform for job seekers, the company provides curated opportunities that open clear, equitable career pathwa...
Kanzhun Limited (Kanzhun) operates as an online recruitment platform in China.
The company is reinventing how job seekers and enterprises connect and engage leveraging the power of technology. Built on a mobile-native foundation, the company's platform harnesses the power of AI and big data to scale matching accuracy, hiring efficiency, and engagement quality to new levels. As the go-to platform for job seekers, the company provides curated opportunities that open clear, equitable career pathways. For enterprises, the company enables efficient, data-informed recruiting decisions with streamlined talent sourcing, faster time-to-fill, and greater precision.
As of December 31, 2024, white and gold-collar users, blue-collar users, and college students comprised 48.3%, 34.8%, and 16.8% respectively, of the company’s job seeker user base. The company’s platform is trusted by all 2024 Fortune China 500 companies and serves enterprises of all sizes, including small businesses, with 88.5% of its verified enterprise users employing fewer than 100 employees as of December 31, 2024.
As of December 31, 2024, the company had served 30.2 million verified enterprise users and 16.6 million enterprises, and 211.9 million verified job seekers. The company recorded paid enterprise customers of 6.1 million in 2024. In 2024, the company’s average DAU as a percentage of average MAU reached 24.8%. In 2024, the company’s platform generated an average of 6.0 billion chat messages every month.
Platform
The company is a two-sided platform reshaping traditional recruitment into a data-powered, intelligence-driven experience built around four core innovations that drive engagement and deliver measurable impact throughout the process:
From web portal to tailored mobile platform: The company is among the first to launch an online recruitment platform that is entirely based on a mobile application. The ideology of creating a mobile-native recruitment platform is the foundation for the company's innovative business model that enables intelligent recommendation, and two-way interactive communication, and underpins many aspects of its operation. The company's platform has advanced to a highly tailored platform where both job seekers and recruiters can manage their unique user profiles on their own terms, and with greater clarity. The level of adaptation deepens user engagement, increases time spent on the company's platform, and fosters more meaningful interactions responsive to real-world needs and behaviors.
From keyword search to dynamic, multimodal recommendation: The company's intelligent recommendation system acts as a career assistant evolving with each interaction. Rather than relying on keyword-based matching, the company's system taps into multi-dimensional features, such as career development stages, skill trajectory, and interaction history, to deliver intent-driven, high-fidelity job and candidate matches. AI-curated job recommendations connect the right candidates to the right jobs with growing accuracy over time. The company's platform adapts to shifting user intent, filters out noise, and keeps both job seekers and enterprises closely aligned with evolving opportunities.
From one-way application to rich, real-time communication: The company's direct-chat system enables job seekers and enterprise users to have real-time communication through text, voice, and image, with features like read receipts and AI-facilitated quick-reply to reduce friction. Direct chatting ensures that the company's users are active with real demands for job opportunities or candidates, and users can confirm each other’s intentions, and their suitability, before the interview, which makes their experience highly informative and efficient. Meanwhile, the company is dedicated to protecting the job seekers’ privacy. Enterprise users are not allowed to access job seekers’ full resume or their contact information without job seekers’ consent.
From fragmented data to insightful workforce intelligence: The company translates vast volumes of raw interaction data into strategic insights across the recruitment and job-seeking chain. By analyzing how users engage and communicate, the company builds nuanced profiles that reflect both immediate intent, and long-term potential. The company's algorithms support ongoing talent development, candidate screening, and workforce planning.
Platform Participants
Job Seekers: The company's platform attracts a diverse and rapidly expanding pool of job seekers, including white-collar, gold-collar, blue-collar, and college students. White and gold-collar job seekers are typically professionals and skilled workers pursuing office-based or managerial roles, with a strong focus on career growth, skill enhancement, and leadership opportunities. Blue-collar job seekers, on the other hand, typically pursue roles in labor-intensive industries, where they value more about salary, welfare, and proximity to work locations, representing an emerging segment. College students, often looking for entry-level roles or internships, with an eye on gaining experience and building career foundations.
Enterprise Users: The company serves a broad spectrum of enterprise users, ranging from small businesses to large corporations across various industries and geographic regions. This includes both bosses (executives and middle-level managers from businesses of all sizes, as well as small business owners) who are the key decision-makers in hiring. These enterprise users often assess candidates not only for technical qualifications but also for cultural fit, and soft skills. The company's platform facilitates direct engagement between enterprise users and job seekers, enabling them to make more informed and efficient hiring decisions. As of December 31, 2024, 66.4% of the company's verified enterprise users are not professional recruiting personnel. Additionally, the company supports recruiting professionals, such as HR officers, headhunters, and hiring specialists, who rely on its tools to streamline their hiring processes.
Services
The company’s services are designed for improving job hunting and recruitment efficiency to elevate user experience.
For Enterprise Users: The company provides direct recruitment services that allow enterprise users to post jobs, receive personalized candidate recommendations, engage in direct communication, and receive resumes upon mutual consent. The company also offers an expanding range of value-added tools to further enhance recruitment efficiency.
For Job Seekers: The company provides job seeking services that allow job seekers to receive job recommendations, initiate direct chats and deliver resumes upon mutual consent. The company also provides value-added tools that help them better prepare for their job hunt.
The company’s direct recruitment service includes below major functions:
Informative and Interactive User Page
To start the journey on the company's platform, job seekers are required to provide basic personal and professional information to create a mini resume, which can be viewed by interested enterprise users. Enterprise users can set up their own accounts, provide the background information of their company, their working experiences, and suggest why job seekers should consider joining the company on profiles. They can then post job openings and interact with job seekers on the platform.
Tailored and accurate recommendation serves full-spectrum of users
The company’s typical user experience begins from the main feed, where users scroll through the recommended job postings or candidate listings, and other customized professional content displayed on the company's platform, which offers similar browsing experiences as social media apps do. The company leverages its proprietary algorithms and machine learning technologies to match and connect the right person with the right position through its curated job postings and candidate recommendations. The company utilizes a large scale of data, applying machine learning technologies to build and refine its advanced proprietary algorithms that enable customized job recommendations for its users at a massive scale, which makes it possible for the company to serve diverse user bases on one mobile app. As a result, the company has achieved full user coverage of white-collar and gold-collar users, blue-collar users, and college students, and has served a full spectrum of enterprise users, large and small, in numerous industries and from diverse geographical areas, developing a powerful network effect.
Direct Communication Facilitates User Engagement
After reviewing job seekers’ professional profiles, enterprise users can initiate direct conversations with job seekers to tell them more about their companies or a specific opportunity. Job seekers can also reach out to enterprise users to express their interests in a specific position through text and voice messages, emoticons, and pictures. The company's instant messaging function ensures that platform users are active with real job hunting or recruiting needs. It also offers convenience and flexibility to users, which is especially beneficial to bosses and blue-collar workers who are unable to make a major time commitment for recruitment and job-hunting activities.
Resume Delivery Based on Mutual Consent
Unlike the traditional model where enterprises can directly purchase access to job seekers’ full resumes, enterprise users on the company's platform can only see a job seeker’s mini resume that contains limited information. Enterprise users are not allowed to access job seekers’ full resumes or their contact information without job seekers’ express consent. Enterprise users are thus motivated to engage in meaningful conversations with job seekers to confirm mutual interest before inviting them to deliver resumes. This function also showcases the company's commitment to safeguarding job seekers’ information and protecting their privacy.
The company’s tailored matching and connecting combined with the effective communication between job seekers and enterprise users guarantee an efficient job hunting and recruiting experience. This enables the company to build a large and diverse user base and developed a powerful network effect.
Value-Added Services
The company also offers value-added services to job seekers and enterprise users, focusing on precision, efficiency and help them better utilize its service and technology capabilities.
For job seekers, the company's platform provides a range of powerful tools to improve their job-seeking experience, such as AI-powered resume polishing, increased resume exposure to enterprise users, candidate competitive analysis, AI-facilitated job searching, and message filtering services. To further assist with job preparation, the company offers simulated AI interviews, allowing job seekers to rehearse and refine their interview skills.
For enterprise users, the company offers a combination of value-added tools that improve their recruitment efficiency. For example, the company's advanced filter allows enterprise users to sift through the list of job seekers recommended through its proprietary matching system, while AI-enhanced job descriptions make roles more appealing to potential applicants. Additionally, the AI assistant can help increase communication efficiency.
Other Mobile Applications
The company provides online recruitment services through its main mobile app BOSS Zhipin, where the full suite of the company’s services is available, and Dianzhang Zhipin, which provides online recruitment services with a specialized industry focus.
Monetization Model
The company provides recruitment and job hunting services to both enterprise users and job seekers and generate most of its revenue from paid services offered to enterprise users.
For enterprise users, the company offers direct recruitment services that allow them to post jobs and communicate with job seekers, which can be free or paid based on an innovative connection-oriented monetization strategy, supplemented by paid value-added tools to further enhance their recruitment efficiency as part of the company's overall recruitment services to the enterprise users. For job seekers, the company offers job seeking services to communicate with employers for free and paid value-added tools to help job seekers better prepare for their job hunt and assess their candidacy.
Technology Infrastructure and Applications
The company has architected a vertically specialized infrastructure purpose-built to decode the complexity of two-sided recommendations and AI applications. Grounded in deep research, platform-native behavioral and static datasets, as well as adaptive models, the company's architecture is structured across three interlocking layers: foundation algorithms, data, and scenario-based applications. This full-stack system is engineered to surface subtle, often hard-to-label hiring signals, structure them into actionable insights, deliver real-time recommendations at scale, and evolve continuously through placement and engagement feedback. By embedding context awareness and multi-objective optimization at every level, the company's technology infrastructure raises the ceiling on matching precision, user experience, and hiring velocity across dynamic labor markets.
Algorithm Layer: Domain-Trained Models Purpose-Built for Hiring
The company's algorithmic layer is designed to optimize not a single output, but a portfolio of competing goals encompassing long-term candidate satisfaction, recruiter speed-to-hire, and platform engagement. The company applies machine learning and deep learning to process, analyze, and identify patterns in data, and build models to analyze job and candidate preferences of job seekers and enterprise users. This approach is especially useful considering the diverse, high-dimensional data collected from the company's large and diverse user base.
The company utilizes its advanced model to enable fast iteration and upgrades of its algorithms and models. Currently, in the intelligent recommendation process, nearly 100% of BOSS Zhipin’s traffic is processed by deep learning algorithms. The company utilize natural language processing in the automatic computational processing of human languages, including identifying the semantic similarity of each sentence pair between job postings and the mini resumes.
In 2024, the company launched the Nanbeige Model, its vertically trained Large Language Model built specifically for hiring use cases. Nanbeige powers core workflows across the company's platform, including search and recommendation, as well as AI-facilitated communications and interviews.
Data Layer: Granular, Live and Role-Aware Insights
The company has the capability to gather mass multidimensional data in granular detail, which helps capture the unique traits of each job seeker and enterprise user. This is made possible through customized and accurate job and candidate recommendations based on a multitude of factors, including for example, career development goals, occupation inclination, job position preferences of job seekers, and the recruiting needs of enterprises.
The company has a large, granular, and fast-growing dataset containing multidimensional behavioral and static information of job seekers and enterprise users. Each job seeker has a mini resume containing their basic information, which matches the information contained in each job post. The information in each mini resume and job post forms the company's static user information database. The company also captures how each user interacts with others and the content on its platform in granular detail, which contributes to valuable behavioral data insights. The company's models process these behavioral data instantly and provide users with refined matching results. Its strength in data technology is characterized by multi-label classification of data. The company's data analytics technology takes into account more than three hundred elements of user features, which are growing over time and continue to optimize the algorithm model.
Application Layer: Embedded Intelligence Across the Hiring Funnel
Successful applications of its strong theoretical foundation and advanced technologies ensure accurate job and candidate matchings that are tailored to each individual’s preferences and account for bilateral compatibilities and suitability within user groups.
The company applies advanced algorithms to the recommendation system to reflect its key strategies – two-sided matching strategy: the company's recommendation algorithms consider not only the best recommendation for an individual but also bilateral compatibilities and the suitability of the match within the user group, which results in a fairer distribution of the platform’s traffic; and personalized recommendation strategy: the company makes customized recommendations for users of different user groups, taking into account multiple factors, including the stages of career development, potential suitable positions not thought of by the job seeker but that would match his or her skill set, and the job seeker’s future career development opportunities. For example, the company offers job recommendations to job seekers that are not only limited to positions based on their past employment history but also potential opportunities they may consider for their career development.
Sales and Marketing
The company empowers its sales team with its proprietary customer relationship management (CRM) system by helping them find employers with demand and willingness to engage in bulk purchases or pay for more tailored services, which facilitates the sales team in reaching out to these employers. This allows the company to channel its data-driven insights into the sales process and drive conversion. The company also leverages advanced AI capabilities to increase efficiency and streamline operations.
The company pays to acquire user traffic from online third-party channels, mainly including app stores, search engines, info feeds, and social networking platforms. The company also benefits from organic traffic through word-of-mouth and brand recognition. To promote its brand image, the company has launched various marketing initiatives, including outdoor advertising, TV advertising, video advertising, and marketing campaigns in major national and international events.
Vigorous User Verification & AI Powered Risk Assessment
The company has implemented platform user safety protection program, which focuses on protecting its users’ interests. The company emphasizes the importance of ensuring the information presented on its platform is verified and authentic. It uses a screening and monitoring system to examine and verify the authenticity of job postings and leverages advanced technology to detect and respond to threats and fraud incessantly. The company’s screening and monitoring system consists of user onboarding verification, continuous risk monitoring supported by the company's proprietary suite of risk identification models, and offline risk assessment. Additionally, the company adopts a comprehensive suite of procedures to verify the identity of job seekers. Authentic enterprises, enterprise users, and job postings facilitate information transparency, enhance its service quality, cultivate trust within the platform, and strengthen its user stickiness.
Enterprise Users’ Risk Assessment
The company implements a rigorous screening process to examine and verify the enterprise users' identification information. To register an account with the company, enterprise users are required to provide identification information and complete real name authentication and identify themselves with an enterprise. For enterprise users of a company that first joins the company's platform, the company verifies the identity and assess the risk of both the enterprise and the enterprise users. The company requires it to go through a set of verification procedures during their onboarding process, including the uploading of the company's business license and certificates of employment, which include, for example, business email, business address of the enterprise, and business address of the enterprise users to verify the relationship between the enterprise and the enterprise users. The company also customizes enterprise users' registration policy based on the company's risk pre-determination mechanism. The company requires enterprises in high-risk industries, identified by the number of user complaints received or the number of misconducts within the industry, to provide additional materials, to go through additional steps to complete the verification process when such enterprise first joins the company's platform. For example, the company require them to provide additional materials, including industry service licenses, video of their office environment or conduct an in-person meeting with the company's offline risk assessment team.
For enterprise users that identify themselves as employees of enterprises that have already been verified by the company, it generally requires the enterprise user to go through the same onboarding procedure. For enterprises with a large number of users, the company also designates specific personnel within the enterprise to help the company verifies the identity information of new enterprise users that identify themselves as employees of the enterprise. Such enterprise users are generally not required to go through additional verification procedures designed for enterprises in high-risk industries as such verification process has already been completed when the company first joins its platform. The company also constantly monitors enterprises who have been denied access to the company's platform to prevent them from potential future misconduct.
The company leverages its advanced feature engineering, machine learning and decision engine to process user data and respond to threats and frauds. Relying on the company's advanced algorithms, the company has built a proprietary suite of models to detect enterprise users' misconduct and identify and continuously track high-risk job positions and employers. The company's proprietary suite of risk identification models factor in multidimensional user information, including static and behavioral data gathered by the company's risk mining algorithms. Static data gathered includes business scope of an enterprise, its industry qualifications, registered address, records of illegal or unfaithful conduct, whether the enterprise is in good standing and other enterprise specific information. Behavioral data gathered includes user complaints and feedback and enterprise users' engagement behavior with the company's platform and other users, such as the number of mini resume viewed and chat messages sent by an enterprise user in a given period. The company's risk mining algorithms process a wide spectrum of data features of enterprise users to assess and weigh individual factors about the trustworthiness of enterprise users. The company tracks high risk behaviors such as false advertising, pyramid selling and private information extortion. The company also takes job seeker complaints into its data-driven risk assessment process. Job seekers play an important role in the company's comprehensive risk assessment network through reporting suspicious activities or false information in the company's description or job postings. After the company identifies inappropriate behavior conducted by enterprise users whom the company deems to pose high risks to its platform, the company assigns its offline team to conduct manual risk assessment. For example, the company visits enterprises that are reported by users for providing fraudulent information and enterprises that the company identifies as of higher risks based on videos of their office environment.
The company's dedicated offline risk assessment team visit employers in person to make sure the information presented on the company's platform is authentic and up to date. In particular, they verify the consistency of the employers' business locations and enterprise users' work locations. The company's algorithms powered risk assessment system together with the company's offline verification efforts are necessary to manage the complexity of analysis at the scale and speed that is needed in light of the company's massive user base and the changing fraud landscape. The company established the industry's first integrated online and offline employer information verification system that adopts a combination of intelligent screening and security verification and on-site visit to verify enterprise information. The vigorous screening enables the provision of reliable job and employer information and addresses the misinformation that is prevalent in the online recruitment market, especially for blue-collar recruitment. After the company discovers misconduct of enterprise users, regardless of whether it took place on or outside of the company's platform, or identify false information, the company takes corresponding actions to address the issues identified, such as banning, blocking user accounts, requiring enterprises to provide additional verification materials, or prohibiting the information of the company and its enterprise users from being accessed by job seekers. For enterprise users suspected of serious misconduct or criminal activities, the company reports the case to local police department for further investigation. The company's streamlined authentication process and ongoing risk assessment system foster a trustworthy and credible user platform. Before each onsite visit, the company comprehensively assesses the risk of the target company to ensure efficient offline verification of identified issues, which enabled the company to achieve high verification and risk assessment efficiency.
Job Seekers’ Risk Assessment
Job seekers are first required to complete the company's mobile phone verification process which requires users to register with their mobile phone numbers and provide the verification code the company message to their phones for verification purpose. The company's intelligence system detects suspicious user inputs that may undermine the integrity of the company's platform and will require those users to go through additional authentication procedures. For example, job seekers providing mobile numbers that are recorded in the phone number blacklist or using advertising language in their descriptions would be detected by the company's fraud prevention technology.
Data Privacy and Security
Data security is crucial to the company's business operations as it is the foundation of the company's competitive advantages. The company has internal rules and policies that govern how the company may collect and process data, as well as protocols, technologies and systems in place to ensure that data will not be accessed or disclosed improperly.
Data Collection
For user information, the company's user privacy policies clearly describe its data collection, use, share and process practices and how users can exercise their rights in activities relating to the process of personal information. In particular, the company provides users with prior notice and obtain their consent as to what data is being collected and undertake to manage and use the data collected in accordance with applicable laws before they use the company's services. Users can also change their privacy settings to change the scope of their information that the company is able to access and use.
The types of user data the company collects, stores and uses generally include: user's basic information, such as mobile phone number, profile photo, name, gender, work experience related information; user's identity information (most of them are enterprise users), such as ID number; user's process information, such as search history; and device feature information, such as unique mobile device identifier. The scope of usage is consistent with that being disclosed in privacy policies and does not exceed the scope authorized by users. The data is collected and used mainly for the purposes of user registration, identity authentication, online recruitment, personalized recommendation, content publishing, and user safety.
Data Storage and Information Management
The company backs-up its user data and other forms of data on a daily basis in secured remote data back-up systems located in mainland China. The company also conducts frequent reviews of its back-up systems to ensure that they function properly and are well maintained. The company regularly conducts system-wise vulnerability scanning and prompt repairing to continually improve the company's data security measures. The company's security system is capable of handling malicious attacks to safeguard the security of the company's platform and to protect the privacy of its users. The company has also started using proprietary private cloud located in mainland China and maintained in-house to reduce the reliance on third-party cloud infrastructure provider, which allows the company to better safeguard user data and address regulatory and compliance concerns.
To ensure the confidentiality and integrity of its data, the company maintains a comprehensive and rigorous data security program. The company de-identifies and encrypts sensitive personal information and take other technological measures to ensure the secure storage, processing, transmission and usage of data. Specifically, the company stores business data in separate repositories and have detailed logical isolation and network policy segregation for business servers. Sensitive personal information is stored in encrypted form and sensitive information is de-identified and encrypted irreversibly before processing. To ensure the security of data transmission, the company has adopted reasonable and feasible security measures in line with market standards to protect user information from unauthorized access, public disclosure, use, modification, damage or loss. For example, the exchange of data between the browser and the server is protected by SSL protocol encryption. The company also provides HTTPS protocol for secure browsing on BOSS Zhipin website and for the transmission of sensitive information. In addition, the company uses trusted protection mechanism to prevent malicious attacks on user's personal information. The company has also formulated data destruction strategy and policy to standardize the company's data destruction procedures and adopted differentiated data deletion measures for different levels of data. The company responds immediately once user submits account cancellation request, the cancelation process shall be completed within 15 days if the cancellation requirements are met. The company's deletion of data is automatically executed by system scripts, and it keeps log records of the deletion operation. The company stores user personal information for the minimum amount of time necessary to process such data and delete user personal information or anonymize them in a timely manner after the purpose of processing such data has been achieved or as otherwise provided by laws and regulations.
The company has also established a standardized information management system. The company's information security committee is a cross-disciplinary group consisted of personnel from multiple departments responsible for devising information security strategies and decision making regarding major information security issues. The company's information security committee analyses industry trends, designs privacy protection protocols, conducts privacy trainings, assists in the formulation of feasible compliance work assessments and provides risk control suggestions. The company has also set up a data security team that works closely with other departments to jointly establish and enforce procedures regarding the management of data security, including security with respect to data collection, storage and processing. The company's compliance and legal teams will follow up with legal and regulatory updates to generate documented analysis for implementation of remedial measures with reference to compliance requirements.
Data Access and Sharing
All of its personnel are required to strictly follow the company's detailed internal rules, policies and protocols to ensure the privacy of its data. The company's employees are granted access to the minimum extent that is necessary to fulfill their job responsibilities and within strictly defined and layered access authority, and are required to go through strict authorization and authentication procedures and policies before operating. At application level, the company uses privacy components to set up different approval processes based on data classification. The company's online database is accessible only by database administrator with temporary password. R&D personnel are generally not permitted to access the database, if access is required on as-need basis, strict multi-level approval must be obtained. User personal information in the big data platform is desensitized and irreversibly encrypted. Even with authorized access, virtual desktops must be used to prevent from direct downloading of data to local devices. The company also maintains data access logs and conduct automated assessment and routine manual verification. In addition, it conducts routine internal audit regarding the authority to access user data in order to ensure its authorizations are strictly followed. The company provides regular trainings to its staff on internal policies and procedures for data security, on software technical skills to prevent data leakage, on cybersecurity and data protection related laws and regulations, and on other aspects that are relevant to their day-to-day work.
The company informs its users of the purpose, use and scope of data sharing and obtain users' explicit consent before such sharing user data. The company exercises great care and prudence in evaluating the purpose and scope of data sharing authorizations, and secure legal undertakings from authorized business partners under confidentiality agreements that require them to comply with the authorized purposes, scopes and security measures in handling the company's user data. The company has adopted internal policies for the company's collaboration with and management of the company's suppliers and partners. The company carries out security audits on network security products and services suppliers, enter into security agreements with them, and require them to comply with applicable data security obligations. For cooperation with third parties involving data transfer, the company enters into data processing agreement to specify the rights and obligations of each party.
Data Breach and Security Incident Management
The company has established a comprehensive system to prevent and detect potential data breach risk, cyber threats, and other system vulnerabilities. The company has adopted targeted, professional level security measures in different scenarios, such as network security, host security, application security, and data management, in response to different security risks. The network security protection measures include anti-DDOS attack platform, application firewall system, and threat intelligence analysis system. The host security protection measures include host security scanning, host security protection system, and anti-virus system. The application security protection measures include component scanning system, vulnerability scanning system, and code white box audit system. The data security protection measures include data classification and grading system, data leakage prevention system, and webpage watermarking. The company has set up dedicated post for detecting data theft and leakage, which will be continuingly tested, followed up and rectified by dedicated security personnel. The company uses scanning tools to identify data or network defects/vulnerabilities on as-need basis and the defects/vulnerabilities identified will be followed up by dedicated personnel.
For security incident management, emergency response plan and emergency drills, the company has put in place security incident management procedures and response processes (emergency plan), which are improved each year to ensure day-to-day information security management and maintenance. The company has developed contingency plans and response mechanisms to have different types and levels of security properly addressed within each stage from discovery, handling, closure, post-event tracking, investigation, correction, to evidence collection. The company has established an emergency response team, and the handling of security incident will be documented and archived by the technology security center. The company conducts major emergency drill once a year and the technical perform drills from time to time.
Security Testing and Assessment
The company’s business systems have received and maintained valid IT and safety certificates. In 2024, BOSS Zhipin and Dianzhang Zhipin passed Level III Certification for classified protection of cybersecurity and completed information system security protection assessments. The company also renewed the Personal Information Protection Certification from the China Cybersecurity Review, Certification and Market Regulation Big Data Center (CCRC) and the Data Security Management Capability Certification from TL Certification Center of the China Academy of Information and Communications Technology (CAICT). The company has engaged a number of third-party security service providers to conduct security evaluations of its security systems, apps, and IT architecture, and has cooperated with third-party testing and evaluation service providers to resolve issues identified.
In addition to third-party testing and assessments, the company conducts self-inspections and data security self-assessments. Since 2021 the company has conducted annual data security assessment, and performed personal information security impact assessment. The company uses proprietary scanning tools, including component and vulnerability scanning systems, to generate data security assessment reports on a regular basis. Issues identified in the reports are closely analyzed and dealt with by the company's data security team.
Seasonality
The company’s quarterly operating results fluctuate due to seasonal patterns in recruitment demand and macroeconomic and labor market conditions. For example, traditionally, in the first quarters (year ended December 2024), recruitment activities generally slow down before the Chinese New Year. The company’s quarterly sales and marketing expenses are also generally the highest in the first quarter of every year as it increases its sales and branding activities during the Chinese New Year season.
Intellectual Properties
The company regards its trademarks, copyrights, patents, domain names, know-how, proprietary technologies, and similar intellectual property as critical to its success. As of December 31, 2024, the company owned 351 patents, including 158 inventive patents, 251 copyrights, including 201 software programs, and 39 registered domain names in mainland China relating to various aspects of its operations. The company also maintained approximately 1,128 trademark registrations in mainland China and 21 trademark registrations outside mainland China.
Research and Development
The company's research and development expenses were RMB1.8 billion (US$248.8 million) in 2024.
Regulation
Regulations Relating to Talent Intermediary Services
Talent intermediary services agencies including the company in mainland China are mainly regulated by the Ministry of Human Resources and Social Security of the PRC, or the MOHRSS. Pursuant to the Provisions on Talent Market Administration, jointly promulgated by the PRC Ministry of Personnel (one of the predecessors to the MOHRSS) and the State Administration of Industry and Commerce (known as the SAMR), on September 11, 2001 and last amended on December 31, 2019, any entity providing talent intermediary services in mainland China must obtain a human resource services license from the local branch of the MOHRSS. In addition, this regulation also reiterates the requirements under the Employment Promotion Law of the PRC that as a talent intermediary service agency, the company is prohibited from providing fake information, making false promises and publishing fake recruitment advertisement.
The company's business of connecting individual users with business customers on the company's online platform constitutes an intermediary service, and the company's contracts with business customers are intermediation contracts under the Contract Law and the Civil Code of the PRC, as a result, the performances, explanation and disputes under such contacts shall be regulated by these two bodies of law.
Regulations Relating to Incorporation and Foreign Investment
Investment activities in mainland China by foreign investors are principally governed by The Special Administrative Measures (Negative List) for Access of Foreign Investment (2021 version), which the company refers to as the Negative List, and Catalogue of Industries for Encouraging Foreign Investment (2022 version). The former which came into effect on January 1, 2022, sets out special administrative measures in respect of the access of foreign investments in a centralized manner, and the latter, which came into effect on January 1, 2023, sets out the encouraged industries for foreign investment. The company's business in providing value-added telecommunication service falls within the restricted categories of the Negative List. The company's business in providing internet culture business and radio and television program services falls within the prohibited categories of the Negative List.
Regulations Relating to Value-Added Telecommunication Services
The Administrative Measures on Internet Information Services, which were promulgated by the State Council on September 25, 2000, last amended on December 6, 2024, and became effective on January 20, 2025, set out guidelines on the provision of Internet information services. These measures classify Internet information services into commercial Internet information services and non commercial Internet information services, and a commercial operator of Internet content provision services must obtain a value-added telecommunications business operating license, or the ICP License, for the provision of Internet information services from the appropriate telecommunications authorities. As of the date of this annual report, the company has obtained an ICP License for the provision of Internet information services.
Regulations Relating to Information Security and Censorship
On November 7, 2016, the Standing Committee of the National People's Congress promulgated the PRC Cyber Security Law, which became effective on June 1, 2017, pursuant to which, network operators shall comply with laws and regulations and fulfill their obligations to safeguard security of the network when conducting business and providing services. Those who provide services through networks, including the company shall take technical measures and other necessary measures pursuant to laws, regulations and compulsory national requirements to safeguard the safe and stable operation of the networks, respond to network security incidents effectively, prevent illegal and criminal activities, and maintain the integrity, confidentiality and usability of network data, and the network operator shall prevent network data from being divulged, stolen or falsified.
Regulations Relating to Privacy Protection
On December 13, 2005, the Ministry of Public Security issued the Regulations on Technological Measures for Internet Security Protection, which took effect on March 1, 2006. These measures require Internet service providers including the company to take proper measures, including anti-virus, data back-up and other related measures, and to keep records of certain information about their users (including user registration information, log-in and log-out time, IP address, content and time of posts by users) for at least 60 days, and detect illegal information, stop transmission of such information, and keep records.
History
Kanzhun Limited was founded in 2013. The company was incorporated under the laws of the Cayman Islands in 2014.
